Tuesday, June 5, 2018

Registration

Welcome Remarks

Keynote:

Peter Lynch, Former Head of Global Talent Management, Social Responsibility and Inclusion, Great-West Financial

Competition for mind-share continues to increase, and your ability to capture the attention of top talent is becoming more critical than ever. It is no longer enough to just create great content; you must leverage proven ways to engage and inspire action.

In this session Peter Lynch will share lessons from his experience in the start-up world and as talent executive in several Fortune 500 companies. Sparks is about the future of content in an age of distraction. Join Peter for a look at what social technology teaches about how to capture and keep the attention of top talent throughout the talent acquisition lifecycle.

In this session you will learn:

How to capture and keep the attention of high quality candidates.

Why you need to provide people with meaningful interactions with your brand.

How to apply Peter’s essential principles and maximize candidate engagement from attract all the away to onboard.

You know there’s opportunities to improve talent acquisition at your organization, but you’re not sure where to start. Wouldn’t you like the chance to use an intimate group of your peers as a sounding board for these challenges? Would it be helpful to chat with a subject matter expert about possible strategies and best practices to improve your ability to attract and hire top talent?

This session will provide you with not one, but THREE such opportunities.

Join your fellow attendees for three 20-minute roundtable discussions facilitated by subject matter experts on a variety of topics. As you discuss, share and debate with your tablemates, our roving visual artist will capture your ideas and bring them to life for all to see.

In this session, you may choose from three of the following discussion topics:

You know there’s opportunities to improve talent acquisition at your organization, but you’re not sure where to start. Wouldn’t you like the chance to use an intimate group of your peers as a sounding board for these challenges? Would it be helpful to chat with a subject matter expert about possible strategies and best practices to improve your ability to attract and hire top talent?

This session will provide you with not one, but THREE such opportunities.

Join your fellow attendees for three 20-minute roundtable discussions facilitated by subject matter experts on a variety of topics. As you discuss, share and debate with your tablemates, our roving visual artist will capture your ideas and bring them to life for all to see.

In this session, you may choose from three of the following discussion topics:

Lightning Roundtables:

You know there’s opportunities to improve talent acquisition at your organization, but you’re not sure where to start. Wouldn’t you like the chance to use an intimate group of your peers as a sounding board for these challenges? Would it be helpful to chat with a subject matter expert about possible strategies and best practices to improve your ability to attract and hire top talent?

This session will provide you with not one, but THREE such opportunities.

Join your fellow attendees for three 20-minute roundtable discussions facilitated by subject matter experts on a variety of topics. As you discuss, share and debate with your tablemates, our roving visual artist will capture your ideas and bring them to life for all to see.

In this session, you may choose from three of the following discussion topics:

Lunch

Workshop:

Your candidate experience has an outsized impact on your ability to attract and hire top talent. Build a great candidate experience and your quality of hire will likely improve too; build a bad one and you can watch your talent pipeline leak like a sieve. In addition to his job as head of marketing at recruiting giant Allegis Global Solutions, Craig Fisher consults with other major organizations such as GM, HSBC, Microsoft, and many more. He will show you best practices from around the world to build and document an amazing candidate experience to help gain rabid fans of your company's employer brand, culture, and people. This isn't just mile high level information. This is real strategy, tools, and hacks that you can implement today. You won't want to miss this one. Get your pencils ready.

In this workshop, you will learn:

How a great candidate experience can shrink time-to-fill and cost-per-hire

Break

Workshop:

How does a company like Wells Fargo leverage the power of human connection to recruit and retain today’s top talent? Join Aaron Kraljev, Employer Brand Director for Wells Fargo, and Carmen Bryant, Indeed’s Global Director of Employer Insights, to discover how establishing a strong connection with job seekers early on in the recruiting process has the power to transform your talent pool.

Join this session to learn:

Humanize your company long before your first conversation with a candidate

Set expectations for candidate responses and follow up

Give candidates a glimpse into the personalities and stories of current employees

3:30-4:30 PM

Workshop:

We've heard it all before. It's a candidate's market, war for talent, etc etc etc. But the fact is, hiring is up - in North America and in many markets around the world. The talent acquisition function sits at the awkward intersection of two major challenges. Top talent is harder and harder to find and most recruiters are trying to manage more open positions simultaneously than they ever have before. It is not uncommon for TA professionals to be managing 50, 75 even 100 reqs at the same time. This is not only hard, it is impossible to do well.

The only answer is prioritization. Your company may have 100 positions it is trying to fill, but they are not all equally important. The urgency of the hiring manager, alas, is how we tend to make decisions about where to focus first but this is seldom the best way to do it. Beyond that - we get too fixated on purple squirrels and other multicolored fauna and don't spend enough time really focused on building a sustainable long term pipeline of the talent our organization needs most today and will continue to need in the future. But there is a better way.

In this workshop you will:

Learn the subtle art of talent segmentation and focus on recruiting for the roles that matter most to business strategy.

Start thinking in the way marketing experts think to understand where your "sales"(offers accepted) are going to come from.

Practice crafting job descriptions and recruiting communications that are designed appeal to your key talent segments.

Integrate what you have learned into a roadmap for long term recruiting success with these candidate populations.

Opening Remarks

Opening Keynote:

Michael Casey, Bitcoin, Blockchain, and Fintech Speaker, Co-author of the Truth Machine, the Social Organism, & The Age of Cryptocurrency

The world’s largest banks are larger than ever. In a digital era, credit fraud is ever present. Our quaint notions of privacy are ever-more perilous. And to help, we can’t look to so-called ‘legacy’ systems: they’re ill equipped to keep the economy stable or our lives simple. So we look to the blockchain, argues Michael Casey: a public, common good; a means to transfigure major parts of the economy with an operating system that is, in a word, revolutionary; and a decentralized trust architecture to manage the decentralized economy we’re building. In this keynote, based on his latest book The Truth Machine (the sequel to The Age of Cryptocurrency), Casey unveils the disruptive potential of blockchain for a wide range of industries (shipping, legal, tech, finance, security, and beyond). Essentially, blockchain offers more trust, and more control: to personal actors worried about data, identity, or assets; to those excluded by the unfair distributions of globalism; and to society itself, long in need of a restoration of faith in its capacity to order, manage, and plan. It’s not without its challenges, of course—and Casey is sure to discuss the threats to employment, public interest, and social cohesion that are coming. But with rich, fascinating examples, he champions the need for this utterly transparent, digital, radical model to pass over and replace broken and unreliable institutions. This is about empowerment, Casey says: a way to move humanity forward into a world of decentralized, more reliable technology.

In this session you will learn:

What blockchain technology is and why it matters.

How blockchain will transform the economy and society for better and for worse.

What its potential is to transform the world of recruiting and talent management.

9:20-9:50 AM

Keynote:

BlackRock’s Talent Acquisition team had an ambitious aspiration for the role they could play in fueling the firm’s growth. But the reality of recruiters’ day-to-day work was a rush to screen in-bound applicants quickly, respond to urgent needs from dozens of hiring managers, and wade through reports from multiple disconnected systems.

To avoid being overwhelmed by these challenges, BlackRock overhauled their technology, in-sourced key TA functions, reorganized their existing team, and established a new way of working with hiring managers and business leaders that has increased their ability to be strategic partners and achieve an efficient, engaging candidate experience.

In this session, you will learn:

How BlackRock identified the gaps and opportunities in their hiring manager and candidate experience

What changes were made to technology, operating model, and process/support functions

How BlackRock implemented the changes while continuing to make thousands of hires each year

9:50-10:00 AM

Keynote:

How many times do you attend events, take a lot of notes, but then fail to put them into place when you return to work? This session is designed to break that cycle by giving you the chance to apply real-world “hacking” techniques to your biggest HR challenges and problems.

The end result? Through this creative destruction, we will break some of our old thinking, create new solutions, and then share our work with the other attendees at the end of the event.

If you are an innovative leader that needs a creative outlet, join us.

If could use some ideas for how to be more innovative, join us.

If want to take a break from listening and do some hands-on work, join us.

It is a known fact that a team or company can never outgrow its leaders. If we want our companies to be innovative, we need to practice this ourselves as HR leaders. In this special session, two proven voices in the HR community will moderate participatory sessions designed to help you learn the concepts of hackathons and apply them to the workplace with experiential learning exercises.

10:00-10:40 AM

Networking Break

10:40-11:10 AM

Keynote:

Technology offers the promise of enabling Talent Acquisition to scale personalization, transparency and connection. However, to take advantage of these opportunities we need to rethink what it means to provide a human experience to our candidates, business partners and recruiting teams. We need a recalibration of our Talent Acquisition teams and organizations from foundational expectations, competencies, processes and success metrics. Join Allyn as she explores and explains what it means to provide an exceptional human experience in the golden age of Talent Acquisition technology.

11:10-11:40 AM

Keynote:

Recruiting is typically a reactive exercise: a need arises, recruiting "scopes out" job with hiring manager, a job description is posted, recruiting starts, job gets filled, recruiting ends. In recent years, many of us have begun to recruit “proactively” – identifying and interviewing candidates before the burning need arises, often keeping a pool or pipeline of "ready-now" candidates available until needed. This approach has several issues, the most formidable being: activated candidates don't stay well on ice. How do we win anyway?

In this session, you will learn:

What your teams can do differently to transform from a reactive to proactive recruiting department.

What ACTUALLY matters to candidates – data straight from their mouths and how that helps you.

Small but critical adjustments that you and your hiring managers can make that will give tremendous returns.

Will 2018 be the year you create huge wins at work? Or, will it be another year of band-aid solutions that don’t quite reach the goals you’ve set for your TA team?

Join three veteran TA leaders as they share their insights into the value of having a vision, and why taking a personal risk to advocate for innovation isn’t as risky as it first may seem. Transition to the digital age of recruiting calls for large-scale change, and that makes some of us uncomfortable. As our panelists will illustrate, a well-crafted vision can reduce risk, and lead to game-changing results for your organization.

Each of these panelists had a vision for transforming TA in their organization. They’ll discuss:

Critical challenges they faced

The strategic vision they put in place

Obstacles and roadblocks they navigated

Their approach to risk, and the rewards they have seen since pursuing their vision.

Whether your personal obstacle is streamlining your hiring process, adding new HR technology solutions, or finding ways to get your recruiters to be more strategic, this panel will help you find the resolve to put your vision into motion for better TA performance in 2018.

Identifying high quality candidates can be challenging; stoking their interest in your organization can be even more challenging. Frank Sprague spends most of his day figuring out new ways to find and attract software engineers to Blackboard.

In this session, you will learn:

Sourcing and pipelining strategies for hard to find, passive candidates.

A process of constant iteration to make these strategies successful.

How to capture candidates’ attention when those candidates don’t need help finding a job.

12:45-2:15 PM

Innovation Sprints:

How many times do you attend events, take a lot of notes, but then fail to put them into place when you return to work? This session is designed to break that cycle by giving you the chance to apply real-world “hacking” techniques to your biggest HR challenges and problems.

The end result? Through this creative destruction, we will break some of our old thinking, create new solutions, and then share our work with the other attendees at the end of the event.

If you are an innovative leader that needs a creative outlet, join us.

If could use some ideas for how to be more innovative, join us.

If want to take a break from listening and do some hands-on work, join us.

It is a known fact that a team or company can never outgrow its leaders. If we want our companies to be innovative, we need to practice this ourselves as HR leaders. In this special session, two proven voices in the HR community will moderate participatory sessions designed to help you learn the concepts of hackathons and apply them to the workplace with experiential learning exercises.

1:25-1:35 PM

Room Change

1:35-2:15 PM

Concurrent Session

Every day a critical position goes unfilled at your organization, your organization is losing money. Whether it's lost sales revenue, decreased productivity or a lower quality customer experience, the cost is real. What if you could predict vacancies in key positions before they happen and build a talent pipeline ahead of your talent needs? Join Paul Norman of Wyndham Worldwide to find out how.

In this session you will learn to:

Use analytics to predict near-future staffing needs.

Build a pipeline of talent before vacancies appear for mission critical positions.

Avoid the lost revenue and low productivity that are the hallmarks of a chronically understaffed organization.

Every day, a new trend, technology, or best practice promises to “reinvent” or “fundamentally transform” the way you attract, hire, engage and retain talent. You know most of this talk is just noise, but how do you separate the signal from that noise to determine what’s relevant for your organization? Madeline Laurano talks to hundreds of HR leaders every year and cuts through the hype. In this session, she’ll share insights from her most recent research that will help you think clearly and strategically about your talent strategy.

You will learn:

Which factors are really driving talent strategy, which are mirages soon to fade

How you can prepare for coming disruption and build a modern, global workforce

What best-in-class talent organizations are thinking about and how they are preparing

2:15-3:00 PM

Networking Break

3:00-3:40 PM

Concurrent Session

Removing unnecessary manual work allows recruiters to focus on bringing in quality candidates, rather spending their time on administrative tasks. Fareportal has successfully increased both efficiency and quality by integrating AI into its recruiting function and internal feedback mechanism.

Through the development of the “Resume Scorer,” an innovative AI tool which analyzes key content from a job posting, recruiters are able to connect with top scoring candidates immediately. Fareportal has also started to utilize AI to ensure that all of the company’s employees are satisfied with their role, supervisor, work environment, and total benefits. This integration ensures that feedback is anonymous, unbiased, and unfiltered.

Join this session to learn:

How a small organization began the journey to AI integration

The importance of connecting improvements in recruiting process with better systems for collecting internal feedback

In the age of information, all candidate data is available to anyone that looks for it. People are easily found. The challenge has shifted; it’s now about how you take those people through a process with humanity and transparency then persuade them to join your organization. The needs of candidates, and indeed internal teams, have shifted and we all need to adapt.

Matt will therefore be talking through how Peakon opens up the black box of sourcing and attraction for both internal teams and candidates to create a human-centric process that scales using data.

Actionable Takeaways:

How to use transparency to your advantage at every stage of the process

Tips to humanize your hiring teams and to make all candidates advocates for your business

How to combine a human-centric approach with data mining from your ATS

3:00-4:30 PM

Innovation Sprints:

How many times do you attend events, take a lot of notes, but then fail to put them into place when you return to work? This session is designed to break that cycle by giving you the chance to apply real-world “hacking” techniques to your biggest HR challenges and problems.

The end result? Through this creative destruction, we will break some of our old thinking, create new solutions, and then share our work with the other attendees at the end of the event.

If you are an innovative leader that needs a creative outlet, join us.

If could use some ideas for how to be more innovative, join us.

If want to take a break from listening and do some hands-on work, join us.

It is a known fact that a team or company can never outgrow its leaders. If we want our companies to be innovative, we need to practice this ourselves as HR leaders. In this special session, two proven voices in the HR community will moderate participatory sessions designed to help you learn the concepts of hackathons and apply them to the workplace with experiential learning exercises.

Compensation, benefits, and the technology that supports them are all a part of what makes Scripps an employer of choice. Balancing the ever-changing needs of the workforce with the realities of tightening budgets is increasingly challenging as they seek to attract and retain critical talent.

In this session, you will learn:

How compensation is playing a critical role in partnering with Talent Acquisition, beyond just the base salary.

The role benefits has in providing creative options and educating Talent Acquisition on properly valuing the benefits package.

Effective talent acquisition is all about balancing quality, speed, and efficiency to get the right people on board when your organization needs them. To achieve this balance, your recruiting function needs to optimize the people, processes and tools it uses to attract and hire talent. Join Accenture´s Global Recruiting Technology Manager Donna Burns and learn how her organization is rapidly modernizing its approach to recruiting.

4:30-4:40 PM

Room Change

4:40-5:10 PM

Keynote:

Recruiting a diverse mix of high quality talent in today’s hyper competitive economic landscape at times may seem like an impossible task. No one has it all figured out, but we all have an opportunity to invest in a way that changes the game today as well as building a pipeline for the future.

Keynote:

We all know that Candidate Experience is important, but why? And how can your human resources team truly make an impact on CE? At Dell, a steadfast focus on CE has led to improved CE survey results but more importantly enhanced dialogue with business leaders. In this session, you will learn tactics to help you:

Understand all of the connection points between various pieces of data and how it can impact CE

Tips for influencing your leadership on the importance of CE

Opportunities for driving CE improvements across your organization

9:30-10:15 AM

Keynote:

Competing for top talent has never been more challenging in healthcare. Johns Hopkins All Children’s Hospital is in a time of major transformation as they strive to become the leading pediatric hospital in the country. This transformation brought talent acquisition to the forefront of strategies for attracting and selecting top talent and the need to think differently about recruiting overall.

In this session, you will learn:

What Geo-Fencing is, and how it fits into the overall strategy of recruitment

How Johns Hopkins All Children’s Hospital established the Geo-Fencing/Retargeting Strategy for hard-to-fill positions

The National Security Agency’s recruitment and selection strategy is designed to attract the “best and the brightest” to apply for a job, and ensure that new hires possess the basic knowledge, skills, and abilities (KSAs) needed to perform effectively on the job. In line with this strategy, the NSA has implemented several recruitment initiatives to engage with potential future applicants as early as high school through both Agency sponsored activities and high-school and college student programs. NSA also administers assessments to applicants for critical mission jobs to ensure they possess both the soft and hard skills needed to be successful.

Join this session to learn:

How the NSA utilizes activities such as the NSA Day of Cyber and the annual ‘Codebreaker Challenge to build relationships with students as early as high school

The importance of assessments in the NSA’s hiring process

The challenges faced and ROI of implementing the recruitment and hiring strategy

Changes in candidate demographics and behavior, as well as shifts in requisition profile, are changing the way you find, attract, and engage different types of talent than you did in the past.

In a scarce talent market, you need to get creative. Where you only considered filling roles with full-time talent, you now consider flex or part-time workers. Once, you only hired someone with 3-5 years of experience, but now you are investing in entry-level talent. You consider retirees or career changers or remote workers where you didn’t before. You are aggressively prioritizing diversity or military hiring initiatives to keep up with your talent demand.

In this session, we’ll briefly examine how our workforce is changing and then share real world examples of how these changes are driving innovation in the strategies we use to capture the right candidates.

11:00-12:30 PM

Innovation Sprints:

How many times do you attend events, take a lot of notes, but then fail to put them into place when you return to work? This session is designed to break that cycle by giving you the chance to apply real-world “hacking” techniques to your biggest HR challenges and problems.

The end result? Through this creative destruction, we will break some of our old thinking, create new solutions, and then share our work with the other attendees at the end of the event.

If you are an innovative leader that needs a creative outlet, join us.

If could use some ideas for how to be more innovative, join us.

If want to take a break from listening and do some hands-on work, join us.

It is a known fact that a team or company can never outgrow its leaders. If we want our companies to be innovative, we need to practice this ourselves as HR leaders. In this special session, two proven voices in the HR community will moderate participatory sessions designed to help you learn the concepts of hackathons and apply them to the workplace with experiential learning exercises.

11:40-11:50 AM

Room Change

11:50-12:30 PM

Concurrent Session

Shell has used structured assessments for over 30 years to recruit talent into the organization. To increase cost effectiveness while improving candidate experience, a collaborative project between Recruitment and HR Data and Analytics examined candidate experience data and the predictive value of their global recruitment assessments. A number of improvement opportunities were identified to make the recruitment assessment process more scalable, fit-for-purpose, cost-effective, and yield better candidate experience.

In this session, you will learn:

How Shell identified the improvement opportunities in their graduate and experienced hire assessments

What changes were made to the assessments

How Shell communicated the analytical results to gain executive buy-in for the changes

Employment branding only really works when it is an accurate reflection of your culture and what it’s like to work at your organization. Organizations thrive when people love them. How employees feel at work is reflected in the customer experience. So how can we create amazing employee stories? Connect with your organization’s identity (brand), articulate the most desired ways of interaction with each other (culture), and craft compelling communications that connect individual human aspirations with our collective purpose (people).This session will review how a strong connection between people, brand and culture inform the desired employee experiences for both organization and employee.

You will learn:

How to improve engagement while attracting like-minded candidates.

Why connecting brand, people and culture will improve productivity, morale and the customer experience.

Practical examples of how investing in the employee experience can pay dividends among key candidate segments.

Innovative organizations are increasingly aware of the impact that onboarding experiences have on new hires. Although many confuse it with recruitment, orientation, or training, the reality is that onboarding is a fusion of all three. Consider:

74% of HR practitioners report that onboarding has been underutilized.4

This session will share findings from original HCI research to help leaders address challenges in developing and executing onboarding programs.. The session will focus on four principles of onboarding effectiveness and share case studies of organizations that have implemented these practices. It also features an in-depth activity around identifying and prioritizing onboarding activities within each audience member’s organization.

In hiring top talent, your organization’s connection to a purpose makes a difference to candidates, especially when that purpose focused directly on them. We believe that if we help others and then empower them to do the same, we can make a difference beyond pizza. With high volume hiring challenges – hear MOD’s story of our journey to attract and retain employees to help us make a social impact across the nation. We call it spreading MODness.

In this session, you will learn:

How second chance hiring and impact hiring at MOD brings gratitude into the workforce.

How hiring with an impact results in a positive ripple effect with customers, the business and our communities.

How we are leveraging the changing labor market for high volume hiring needs.

Why we hire with the intent/goal of employee fulfillment and why we are focused on career progression.

2:10-2:30 PM

Refreshment Break

2:30-3:00 PM

Keynote:

Competing for top talent in the global economy has never been easy, but the current environment is especially challenging. A well-designed and executed employment brand strategy is essential to differentiating your organization from competing employers. To achieve this, your strategy should be grounded in data and supported by an engaging candidate and employee experience. In this HCI Keynote presentation, discover how PepsiCo validated and redesigned its employee value proposition (EVP) and its overarching employment brand strategy to attract and retain key talent segments across the globe.

You will learn how to:

Harness the power of data to evaluate and quantify your current EVP and its standing in the marketplace.

Identify and create messaging that speaks to the priorities that matter most to your target audience

Keynote:

How many times do you attend events, take a lot of notes, but then fail to put them into place when you return to work? This session is designed to break that cycle by giving you the chance to apply real-world “hacking” techniques to your biggest HR challenges and problems.

The end result? Through this creative destruction, we will break some of our old thinking, create new solutions, and then share our work with the other attendees at the end of the event.

If you are an innovative leader that needs a creative outlet, join us.

If could use some ideas for how to be more innovative, join us.

If want to take a break from listening and do some hands-on work, join us.

It is a known fact that a team or company can never outgrow its leaders. If we want our companies to be innovative, we need to practice this ourselves as HR leaders. In this special session, two proven voices in the HR community will moderate participatory sessions designed to help you learn the concepts of hackathons and apply them to the workplace with experiential learning exercises.